Tulsa Medical Jobs| 5 Tips for Hiring Skilled Talent

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You are listening to Trinity employment’s, a player matchmaker podcast starring your host and the cofounder of Trinity employment specialists, Cory Minter. Hello and welcome back to the [inaudible] a player

matchmakers where we’re always trying to find different ways to add value to job seekers and employers. And today’s podcast is five tips for filling hard to fill positions when you’re recruiting. Um, and so if you’re struggling to be able to get the right people on the bus and they’re difficult to fill positions, especially in today’s economy, from what I understand, we have the best economy in American history and so our, our unemployment rate is the lowest it’s been in history. And that means one thing, it is very difficult to recruit people for Tulsa Medical Jobs. You don’t have a lot of people out there answering job ads, they’re employed. What a great problem to have for an economy. But as a recruiter, this, this can be difficult because you’ve got to go get people now. And so I want to give you some tips for filling hard to fill positions.

But before we do that, I want to go ahead and give you some hiring trends. Statistics of us employers 63% have indicated that they are going to be hiring full time. In 2020, the labor department reported a record high of 6.6 million job openings for Tulsa Medical Jobs. This was in 2019 an all time high affecting 50% of U S employers. The talent shortage is a real issue in the current market. Almost three quarters, 75% of employers are having a difficult time filling skilled worker candidates. In 45% of employers are concerned about finding employees with the necessary talents. Listen, this is a real thing and it’s going to get worse before it’s going to get better. I believe I was meeting a, I went to NASA to, uh, to watch a spatial lunch and, um, I was there with a real high level executive team and I was talking with one of Mike Pences, a president, vice president.

Mike Pence is number one, uh, go-to people. And he was talking about some of the plans they have. I, I believe that our economy is likely going to get better despite what you hear in the media. Um, and so we’re going to talk about five things that you can do to, uh, increase your chances in filling, difficult to fill positions. The first one is build out your social media networks. Almost everyone is on social media. Now you’ve got to create social media networks for your company on Twitter, Facebook, Instagram and YouTube videos, YouTube, um, for, for those of you who do not know, um, Google has decided that they want YouTube to be a great resource that provides Tulsa Medical Jobs. And so anything that you put on YouTube and link back to your website, it’s going to be a really great resource for you and it’s going to be very searchable and it’s going to help you out with SEO.

But through social media accounts, you can show prospective candidates who you are, what it’s like to work for your company. You can highlight why employees love coming to work every day. So you’re, you’ll want to have these videos here. You’ll want to encourage your employees, especially recruiters and hiring managers to use social media to find candidates. Listen, everyone is on social media to an alarming rate. Listen, this is a negative thing, but, but they say the experts that study this, that people use social media, they’re checking their phone over a hundred times a day and depending on who you ask, but some researchers say that people are spending as much as these are the excessive users as much as six hours a day on their phone. Holy cow. Social media is a big, big thing. Even amongst the greatest leaders. I will tell you this, some of the greatest leaders I know have chosen to eliminate their phone because it’s such a distraction.

And I notice that myself, if I ever just sit down and I tell myself I want to stay away from my phone, if my phone is within reach, I reach up and pick it up and open it up. I don’t even know why, but I do it and I have to. I have to consciously tell myself, put that thing down. And this is when I read it. It gets me distracted from Tulsa Medical Jobs. You gotta have your cell phone away from you. But the reality of it is most Americans are checking their phone often and when they’re checking it, they’re checking their social media and that is where everybody is. So go get there so you can so you can have access to people who are looking for for jobs. Number two, encourage employee referrals. I think this is one of the number one ways that you can get great candidates because your employees are going to filter people out for you.

They’re not going to want to recommend somebody that is not going to be good according to Sherm. So the society for human resource managers, employee referrals are the most powerful source of finding candidates. I believe this is true. Employee referrals are typically higher quality because of what I just said. They close quicker and they tend to stick around your organization longer. Who wouldn’t want that? If you’re trying to recruit? Number three, you’ve got to get smart with content marketing. What does this mean by creating and publishing unique Tulsa Medical Jobs openings, interesting recruiting content. It matters to your prospective candidates. You can build your reputation as an employer of choice and generate and capture interest in your organization by applicants, helping them to find your company easier when they search online. But you’ve gotta, you’ve got to put SEO, Google boot, uh, YouTube videos, everything out there and you need to be firing on multiple cylinders and find out what sill, what a media outlets, social media outlets are going to be best for your company because it can be different for each different company.

For example, you’re going to want to use email, social media, online content, and invite and drive job seekers to, to your company up and running with Tulsa Medical Jobs. Try to meet up, get to know, um, what it is that you’re all about. Number four, you need to revise your job descriptions to be more modern. You need to use attractive language that highlights the benefits and rewards of working at your organization and make it something worth reading. I think that most job seekers are just tired of the mundane bullet point, what you need to do. And they’re really engaged with people who are just being authentic about what it’s like to work at your company and creatively writing something that engages employees to potential employees to read it. You know, instead of Lyft listing off the 15 things the candidate must have, you know, take this opportunity to hook candidates and convince them why they would want to work with you.

Um, you know, they, they want to read, is this job realistic? Do I know people like this who really exist? Is this job description inviting to me? You know, why would I work for this company? You want, you want people to be able to understand that in your job description. It’s really important. Number five, focus on college recruiting. Some of your best candidates are just going to come from millennials. I just did a podcast just recently about what John Maxwell says about hiring millennials. And I think it’s really interesting and important and I would love for you to tune into that, but you’ve got to make sure that you put college recruiting, um, into your, into your recruiting platform, especially the larger companies, because that is where your future leaders are going to come from and be able to interview them to see what their capacity is.

One of the four CS that we talked about in our earlier podcast. But if you want to win big target young leaders, the more you can do with interns and recent grads, the better you can get at implementing job shadowing programs. Have them for high school students, create internships for high school and college students and get them to begin to know who your company is and go after. It’s a longterm play. I understand, but that’s where you’re going to see whether people have the capacity for being leaders. I hope that this helps you out in your job searches, um, and your recruiting efforts for 2020 because it’s coming up in the next few days. So give us a call at Trinity if we can help you. Um, our number’s nine one eight six two two, two five, eight, eight. Or you can visit us online at Trinity employment dot.